A recent survey of 1,000 U.S. employees reveals critical insights into worker expectations and concerns as the year concludes. Conducted amidst economic uncertainty, the findings highlight significant worries regarding job security, salary increases, and workplace recognition. These trends underscore the need for businesses to adapt their strategies to retain top talent and enhance employee satisfaction.
Employee expectations for year-end raises show considerable variation, with 43% anticipating an average salary increase of 3%. While 80% of respondents expect a raise, 20% express skepticism. Among those reluctant to negotiate their salaries, one in five cites fear of layoffs as a significant concern.
Generational differences are particularly pronounced, especially among Gen Z workers:
- Only 32% of Gen Z employees expect a salary increase this year.
- 25% of Gen Z workers lack confidence in their negotiation skills for raises or promotions.
- 37% of Gen Z respondents emphasize the need for clear goals and expectations during year-end reviews.
Industries such as tech, healthcare, and finance display the highest confidence regarding salary negotiations, yet overall dissatisfaction persists across various sectors:
- 30% of workers report feeling dissatisfied with opportunities for advancement.
- Nearly 25% feel undervalued by their leadership.
- One in five employees is dissatisfied with their current salary.
Concerns about job security are prevalent, with one in four Americans fearing potential layoffs within the next six months, particularly in media, telecommunications, pharmaceuticals, tech, and real estate sectors.
Additional findings further illustrate the impact of these anxieties on workplace dynamics:
- The average employee has submitted three job applications in the past six months due to job insecurity.
- Nearly 50% of Gen Z respondents intend to seek new employment within the next half-year.
- One in four Gen Zers fears that AI could threaten their job security in the near future.
Employers can implement retention strategies to alleviate these concerns:
- Enhanced health benefits would encourage one in four workers to stay with their current employer.
- A retention bonus could motivate nearly 90% of employees to remain in their roles.
- Clear paths for career advancement—currently lacking for half of respondents—are essential for fostering employee loyalty.
A noticeable decline in workplace appreciation highlights the need for improved employee engagement. 36% of workers report feeling less valued at work compared to the previous year, a sentiment shared by 30% of Gen Z employees.
Recognition and career development are pressing issues for many:
- One in four workers is dissatisfied with the level of recognition from leadership.
- A significant number of employees cite unclear advancement opportunities as a source of dissatisfaction.
The survey highlights stark differences across generations and industries, with Gen Z workers showing lower expectations and greater uncertainty regarding their professional futures. In contrast, professionals in tech, healthcare, and finance express more confidence in negotiating raises.
Industries like media, telecommunications, and real estate stand out for their heightened concern about layoffs, reflecting broader economic instability.
Survey Methodology
The survey sampled 1,000 full-time U.S. workers, with an average age of 39. Among the respondents, 45% identified as women, 54% as men, and 1% as non-binary. In terms of generational representation, 58% were millennials, 22% Gen X, 16% Gen Z, and 4% baby boomers.
Implications for Employers
The findings present essential insights for businesses facing challenges in employee retention and satisfaction. By addressing job security concerns, providing clear career pathways, and offering meaningful incentives, employers can cultivate a more resilient and engaged workforce as the new year approaches.
